Recruitment,Types of recruitment

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    RECRUITMENT

    Process of finding & attracting capable

    applicants for employment.

    The process begins when new recruits are

    sought and ends when their applications are

    submitted.

    The result is a pool of applications from which

    new employees are selected.

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    RECRUITMENT NEEDS ARE OF 3TYPES

    PLANNEDi.e. the needs arising from changes

    in organization and retirement policy.

    ANTICIPATEDAnticipated needs are those

    movements in personnel, which an

    organization can predict by studying trends in

    internal and external environment.

    UNEXPECTEDResignation, deaths, accidents,

    illness give rise to unexpected needs.

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    Help reduce the probability that job applicantsonce recruited and selected will leave theorganization only after a short period of time.

    Meet the organizations legal and socialobligations regarding the composition of itsworkforce.

    Begin identifying and preparing potential jobapplicants who will be appropriate candidates.

    Increase organization and individual effectivenessof various recruiting techniques and sources forall types of job applicants

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    FACTORS AFFECTING RECRUITMENT

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    RECRUITMENT POLICY

    The recruitment policy of an organization

    specifies the objectives of recruitment and

    provides a framework for implementation of

    recruitment program. It may involveorganizational system to be developed for

    implementing recruitment programmes and

    procedures by filling up vacancies with bestqualified people.

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    FACTORS AFFECTING

    RECRUITMENT POLICY

    Organizational objectives

    Personnel policies of the organization and its

    competitors.

    Government policies on reservations.

    Preferred sources of recruitment.

    Need of the organization. Recruitment costs and financial implications.

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    Recent Trends

    OUTSOURCING

    Advantages:

    Company need not plan for human resources much inadvance.

    b. Value creation, operational flexibility andcompetitive advantage

    c. turning the management's focus to strategic levelprocesses of HRM

    d. Company is free from salary negotiations, weedingthe unsuitable resumes/candidates.

    e. Company can save a lot of its resources and time

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    E-RECRUITMENT

    Advantages:

    Low cost. No intermediaries

    Reduction in time for recruitment.

    Recruitment of right type of people. Efficiency of recruitment process.

    Gives a 24*7 access to an online collection of

    resumes. Online recruitment helps the organizations to

    weed out the unqualified candidates in anautomated way

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    POACHING/RAIDING

    Buying talent(rather than developing it) is the

    latest mantra being followed by the organizations

    today. Poaching means employing a competent and

    experienced person already working with another

    reputed company in the same or different industry;

    the organization might be a competitor in the

    industry.

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    Employee Selection is the process of putting

    right men on right job. It is a procedure of

    matching organizational requirements with

    the skills and qualifications of people.

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    Employee selection Process

    Preliminary Interviews- It is used to eliminatethose candidates who do not meet the minimumeligibility criteria laid down by the organization.

    The skills, academic and family background,competencies and interests of the candidate areexamined during preliminary interview.Preliminary interviews are less formalized and

    planned than the final interviews. The candidatesare given a brief up about the company and thejob profile; and it is also examined how much thecandidate knows about the company. Preliminary

    interviews are also called screening interviews.

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    Application blanks-The candidates who clear

    the preliminary interview are required to fill

    application blank. It contains data record of

    the candidates such as details about age,qualifications, reason for leaving previous job,

    experience, etc.

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    Written Tests-Various written tests conducted

    during selection procedure are aptitude test,

    intelligence test, reasoning test, personality

    test, etc. These tests are used to objectivelyassess the potential candidate. They should

    not be biased.

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    Employment Interviews- It is a one to oneinteraction between the interviewer and thepotential candidate. It is used to find whether thecandidate is best suited for the required job or

    not. But such interviews consume time andmoney both. Moreover the competencies of thecandidate cannot be judged. Such interviews maybe biased at times. Such interviews should be

    conducted properly. No distractions should bethere in room. There should be an honestcommunication between candidate andinterviewer.

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    Medical examination- Medical tests are

    conducted to ensure physical fitness of the

    potential employee. It will decrease chances

    of employee absenteeism.

    Appointment Letter- A reference check is

    made about the candidate selected and then

    finally he is appointed by giving a formalappointment letter.